Our core principles are as follows:

i. Seek to establish and manage the best match between the person and the Company.

In addition to a person’s competencies, background and education, we give priority to recruiting candidates for their characters, what they are today and what they can become tomorrow. We have the mission to progressively orient the person toward an area and mission where they will thrive and provide the best service to the Company for the satisfaction of our Customers. This implies career management over the long term, in which each person is motivated to progress and to aid in the progress of their team. To accomplish this, we strongly encourage transfers between activities, sites, services, entities, domains, and métiers. To ensure this mobility, no one in the Company, at any time, can consider themselves the owner of their people.

ii. Develop the international outlook of individuals and teams.
Our customers are global, their challenges are global. Our organisations and the solutions we propose must be global. Our personnel must therefore have an open view toward the world. For this reason, the Company encourages international mobility. It is also to:

• Promote the exercise of activities and of responsibilities which increasingly go beyond borders and continents.
• Encourage creativity, innovation, flexibility and adaptability of individuals and teams by sharing competencies, experiences, métiers and cultures.

Aid in the transmission and reinforcement of Michelin values and culture through the Group

iii. The management and development of personnel is a responsibility shared by the person, the manager and Personnel.

Employees are primarily responsible for their own development. Their evolution depends on their interests and motivations, on their efforts and self-expectations.

An employee’s manager listens, coaches and assists in their development. The manager guides and prepares the employee for a future career evolution. Managers play an indispensable role but Personnel is the third participant. They aid and counsel the employee and, if necessary, his or her manager.

Every employee, no matter what their level, is followed by a Career Manager from Personnel throughout their career with Michelin. Due to their knowledge of the person, the métiers, the training paths and the job opportunities, this personnel professional has the responsibility to find and manage the best match possible between the development and growth of the person and the needs of the Company.

iv. Guarantee and facilitate a means of recourse for everyone.

Beyond line management and the normal hierarchical relationship, each one of us has the option of talking to someone in Personnel to share our concerns, difficulties or aspirations. To guarantee and facilitate this recourse, Personnel is available to listen and commits to preserving confidentiality. It also has a duty of objectivity in cases of disagreement between a manager and an employee.

v. Preserve the cohesion of Group Michelin.

Group Michelin is diverse but unique. The management and training of its people contributes to preserving this unity, team spirit and orientation to think globally from the Group perspective.
It is also important for Michelin to maintain coherence and cohesion in its management and development of people throughout the Company.

The Personnel Service is, by design, independent of the hierarchical line structure of the entities in order to, amongst others things, ensure the correct management and arbitration of people development and movement between the Group’s entities and activities.